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In a fast-paced workplace, where conference calls are replaced
with Google hangouts and voicemails generate nothing but
eye-rolls, it seems only right that employee recognition programs
need to hit the fast-forward button. In a study by
WorldAtWork,
a global human resources foundation, 54 percent of employees said
that short-term incentives have a high impact on engagement,
while only 32 percent cited long-term incentives. Several
different companies are helping workplaces revamp the way they
reward their staff, trading company coffee mugs for 6-month
subscriptions to Rdio. These new options let you hand out
employee perks online in real time and some also add in a social
media platform so your team can openly thank colleagues for a job
well done.

Of course, no rewards program is a substitute for an in-person
“atta-boy!” “There’s never a good replacement for face-to-face
interaction,” says David A. Owens, professor of practice of
management and innovation at Vanderbilt University’s Owen
Graduate School of Management. “You have to walk around your
office and check in with off-site employees and know what the
members of your team are dealing with.”

And regardless of what system a company chooses, recognition
should recognize special achievements or contributions. “Too much
public recognition can lead to the Lake Woebegone effect of
‘everybody is above average’” explains Ravi Gajendran, associate
professor of business administration at the University of
Illinois College of Business.

We looked into a few new services and asked the experts to weigh
in on implementation. Here’s what we found:

YouEarnedIt. This
social-media based recognition program lets your entire team
award points to their colleagues that can be redeemed for a
variety of different rewards. “We provide a curated master
catalog of gift cards from top retailers and donations to a
variety of meaningful charities,” explains Steve Semelsberger,
chief executive officer of YouEarnedIt, but notes that companies
can also build in their own rewards such as a day off. One
company even offers a “Coffee from the Boss” where employees
redeem points to get a hand-delivered coffee from their
manager.
What to keep in mind: Bosses need to
know what they want out of this or any program – and continue to
evaluate if the program is meeting their company’s overall needs.
“Obviously, we want people to be able to say thank you to each
other, but rewards need to align with where you want to go,” Owen
says.

7Geese. Another social-media based program,
7Geese is focused on replacing classic HR programs with online
reviews and forms. Managers can set up online goals, people
directories and organization charts so that team structures are
clear. Rewards come in the form of recognition badges that are
pinned to company core values. The badges can then be shared on
social networks such as Twitter and LinkedIn profiles. “We didn't
expect it, but people really love the recognition aspect,” Amin
Palizban, the chief executive officer of 7Geese. “It’s currently
the glue of 7Geese because it brings people to the app on a
continuous basis.” Bad reviews are private, but can include
requests for one-on-one coaching sessions
What to keep in mind: Gajendran
thinks a program like this is best suited to a collaborative
workplace with many shared projects so teammates could report on
project progress, discuss what problems are holding them up, and
get coworker feedback. In more competitive workplaces, like a
sales office or a call center, such programs might not be as
close a fit since coworkers compete with one another. In these
workplaces, Gajendran says, it's more likely to be used as "a
strategic tool to toot your own horn.”

Kiind. This straightforward gift card campaign
company lets managers send gift cards to employees online, but
the company isn’t charged until the gift is redeemed. Says Leif
Baradoy, chief executive officer of Kiind, the platform also
allows managers to send out multiple gifts such as subscriptions
to Rdio with employee-specific messages while tracking
fulfillment. “If an employee chooses Amazon, an employer can make
sure to put Amazon in the next reward email,” Baradoy explains.
“It increases personalization and is one of the big values we
bring to the table.”
What to keep in mind: “You have to
evaluate if people already find an intrinsic value in what they
are working on—and whether they need direct gifts,” Gajendran
says. “But if you have a work force doing a common job that isn’t
rewarding, having a clear link between your job and a gift is
great.” So someone doing basic data entry or coding might see
this as a huge incentive, while an architect or marine biologist
might not need this type of carrot.